Last month ClubTIC reported on the Federal Government’s top tips for hiring.
This release covered understanding business needs, discovering which types of employment would best suit a business, and an overview of the hiring process.
The release walks employers through the steps in an easy-to-follow format and contains critical information on the hiring process.
Yet this isn’t the entire story when it comes to getting the right candidates into the right roles.
As seasoned employers realise, candidates are more likely to respond when an ad speaks directly to their interests and needs.
This means that employers should be attuned to prospective employees’ values and motivations.
Having this understanding guides the language and tone used in a job ad, as well as the content.
Understanding the desired audience can be easier with resources such as Frontline Recruitment’s ‘Feel Good Recruitment Insights’ or the Federal Government’s Jobs and Skills Australia website.
An ad is ready to be crafted once an employer has an ideal candidate in mind and understands what is likely to attract that person.
Employers have found that for the best results, the ad structure should be formatted as follows:
- A catchy yet clear job title which accurately reflects the role
- A job summary that highlights the key attraction factors and selling points
- The body of the ad first clearly describes the core requirements, then
- Goes on to specify desired skills, which could be developed on the job.
Best results also come from steering clear of industry jargon while instead showing some of the culture of the workplace, including its mission and values. This is where links to social media come into play.
Ultimately, a well-crafted job ad not only attracts qualified candidates but also fosters a strong team dynamic, which leads to higher job satisfaction and staff retention.
